Police Act 1997 (Criminal Record Certificates: Relevant Matter) (Amendment) (England and Wales) Order 2023

Lord German Excerpts

Monday 24th July 2023 Grand Committee

In conclusion, the disclosure and barring regime is based on the principle that those making employment decisions for the most risky jobs have access to more criminal record information than is available for less risky ones. This order will ensure that this principle is always delivered. For that reason, I commend this draft order to the Committee.

[Lord German (LD)]

My Lords, I start by saying that the rationale for this SI seems sensible. Standard and enhanced DBS certificates should never have a lesser capture of information than that provided by basic checks. However, as is always the case with complex organisational things of this nature, the devil lies in the detail; in other words, does all this match up together appropriately? I want to ask a few questions about the connection between the new disclosure provision for standard and enhanced DBS certificates and the provision for filtering—that is, where things are filtered or not filtered accordingly.

As I understand it, police national computer records relating to protected cautions and convictions will not automatically appear on a certificate. If that is the case, is it the case across all three if they are protected? Are there any unspent offences or cautions that will now become declarable and where filtration will or will not apply, as it could be one way or the other? Will the unspent caution change apply equally to both simple and conditional cautions, which are two different styles of caution?

I want to ask the Minister a question about the two-tier caution system, which is obliquely associated with this SI. This regime was investigated in a pilot, which resulted in 2018 with three police forces undertaking the activity. I wonder whether, now that they have got to the end of that and we have passed through Covid, any further consideration has been given to a different regime here, such as the one described in the 2018 report.

Finally, on the consultation on this SI, there are bodies and agencies such as Unlock, which supports prospective employees who have convictions. Can the Minister say that their awareness of what is happening and why has met with their consent or approval? Has it been met with any concerns from bodies such as them about the way in which this order is before us today? I have only those questions.

[Lord Ponsonby of Shulbrede (Lab)]

My Lords, this appears to be a sensible SI. No concerns were raised by the SLSC, nor was the instrument reported by the JCSI. It will align the separate rules which determine what criminal record information is automatically disclosed on a basic DBS check, on the one hand, and what is disclosed on the higher-level standard and enhanced DBS checks, on the other, so that higher-level checks will never disclose less criminal information than is disclosed on a basic DBS check. The Explanatory Memorandum states:

“The Home Office is working with DBS to ensure that this change and the timing for this to come into effect, is widely understood by those it may affect”.


The example that the Minister gave of the 17 year-old working in a supermarket and then also applying to work with children was a very good one, and one which I have actually seen myself in youth courts. I had not realised that there was this anomaly, and I am glad that this SI is rectifying it.

This morning, I sent the Minister a particular conundrum I had, which is actually outside the strict remit of this statutory instrument. I will just run through that scenario, and I hope the Minister will be able to answer the question it raised with me. I was recently sitting as a magistrate to hear domestic violence protection order applications. Of course, these are civil orders. The applicant was a young mother, who was represented by a lawyer who happened also to be a part-time judge. The respondent, the former boyfriend, was unrepresented. The applicant’s lawyer suggested that the best way to deal with this matter was to not find any facts and just put an order in place for a relatively short time, and everyone could continue living their lives separately and the matter could be disposed of in that way quite quickly. I explained to the respondent that, if he were to breach that order, it would be a criminal offence and he needed to be aware of that. The respondent said to me that he was employed as a primary school teacher, and he was in a much more serious situation than seemed to be realised by the court. He would have to tell his headteacher if the DVPO had been put in place. So I put it off for a contested hearing and advised the young man to get a lawyer.

Subsequently, I talked about this case with a legal adviser, and she said that, as a solicitor, she would not have to disclose whether she had any equivalent civil order put in place. She would not have to tell the Solicitors Regulation Authority, so she doubted whether this primary school teacher would have to do so in his case. I did not know the answer to that question. I suspect there may well be more stringent regulations for teachers, particularly primary school teachers, and there is of course the wider question of all these—really quite a lot of—civil orders which magistrates now put in place, for the reasons we have often debated, and whether there are any guidelines for the various professional organisations about what the requirements for disclosure are and whether that is a ramification which may be taken into account within the whole DBS system.

Also this morning, I went on to the website of the charity Unlock, which deals with people who have left prison and who have had community sentences and that sort of thing. It has a number of worked examples about when things are declarable and when they are not, and at what stage of the job application process matters are declarable. It is an extremely complex picture. It is something which people often fall foul of, and the rules are not clear at all. Can the Minister say anything in a wider sense about how these checking procedures are being reviewed and simplified, from the point of view both of employers and of those people who do have criminal records, so that a system which is better understood can be operational, which would be to the benefit of both sides?